Order on personnel transfer. Order for transfer to another position within the organization: sample. Reasons and grounds

Sometimes situations arise that require the transfer of an employee to another job. It doesn’t matter what caused the condition: state of health, work need or desire of the employee. It is important that this fact should be documented. About how to draw up paper on the transfer of employees, we will tell in this article.

The order to transfer to another job was officially approved by Resolution of the Goskomstat of the Russian Federation on 05.01.2004 N 1. This document is executed when a worker is transferred or transferred to an adjacent position within the same organization or branches. The act is also filled out when the employee moves to a new location (transfer to another department).

Grounds for drawing up an order

The transfer order is made on the basis of:

A memo containing the reason for the forced transfer, if the translation is forced.
written by an employee with his personal consent;
Doctors' opinions on the health status of the employee to be transferred;
Delays in production (for up to 1 month);
In case of industrial accidents (until the causes of force majeure are eliminated).

Features of storing a transfer order

According to the Labor Code of the Russian Federation, a transfer order drawn up in accordance with forms T-5 / T-5a is a document with a fixed shelf life: the order remains in the company for 75 years from the date of its signing. The terms are regulated by Order of the Ministry of Culture of Russia dated 08.25.2010 N 558.

You can find out how to draw up a bonus order for employees and in what cases employees are entitled to bonuses.

Order Forms

The act is executed and in any form, and according to unified forms of T-5a and T-5.

When writing an order in a derivative form, a form is used that is designed in accordance with the requirements of GOST.
The following forms are also used: T-5a, when several employees need to be transferred at once, and T-5 when transferring one person.

Transfer Order Structure

Regardless of the form in which the transfer order is drawn up, the following points are indicated in the document:

Name;
The serial number of the act;
Name of organization and OKPO;
Name of employee / workers;
The name of the previous place (department) of work indicating the position;
Date of preparation;
The basis on which the transfer takes place;
Salary allowance for a new position and previous salary.

You can learn how to draw up an order for hiring an employee for work and download a sample of him.

Free form of the order

To draw up an act of transfer in any form, an organization form issued in accordance with GOST should be used. The text of the order should not contain an introduction: the first word indicates “Translate”.

In the following paragraph indicate (sequence saved):

Name and position;
New position and department;
The date the employee moved to a new location;
The motive of the translation.

Example:

TRANSLATE

1. Lozhkin Vitaliy Vladimirovich, a process engineer, with his consent to the position of programmer from March 20, 2016 to the information technology department.

2. Install Lozhkina VV salary of 25,000 rubles. per month.

3. Deputy Director to hold Lozhkin VV safety training and labor protection rules.

4. With this order to acquaint V. Lozhkina under the painting.

Base: Written consent Lozhkina V.V., Art. 25 Labor Code, personal statement of the directors of the departments where the employee is transferred, and a memo from the head of the structural unit.

The order to transfer the employee to another position is a sample to fill in:

Sample order for transferring an employee to another position.

How to fill out an order to transfer an employee to another job of form T-5 and T-5A?

When using the established forms T-5a and T-5, filling out the order is simplified, since the necessary columns are already put down. The documents themselves are filled in by personnel personnel in the personnel department.

Basic rules for filling out an order

1. Name of organization fully entered into the act.

2. The OKPO code shall be indicated in accordance with the document received at.

3. The date of the order can be affixed in three ways:

December 23, 2015
23.12.2015
2015.12.23

4. When transferring from temporary work to permanent count Date is not populated.

5. The type of transfer in T-5a is crossed out, in T-5 it is manually registered in the allotted column.

6. The time of commencement of work in a previous position is indicated in the form according to the employment contract or in accordance with the memorandum.

7. The term for which the employee can be transferred at the initiative of the director, is 1 month.

An order to transfer an employee to another job - you can download a sample for filling out

The order to transfer the employee to another job form T-5:

Sample order for transferring an employee to another job of form T-5.

The order to transfer the employee to another job form T-5a:

Sample order for transferring an employee to another job of form T-5a.

Possible difficulties in filling out forms T-5 and T-5a

As mentioned above, in the case of a transfer to a “permanent” date in the order is not indicated. However, in a temporary transfer, it happens that it is impossible to predict the time a worker will return to his post. For example, in the case of a long-term illness of the incumbent employee, pregnancy, missing persons, etc.

In such cases, there are two methods for creating a column. date:

In line Byan event that marks the end of an employee transfer is described. The event is fully described, so you can increase the size of the graph and the number of lines.
The second method involves filling in the column after the agreed event .

If, due to health problems resulting from production activities, an employee is transferred to a position with a lower salary, the amount of payments is recounted.

Accounting has the right to an additional act, and the director has the right to refer to it when filling in the Tariff rate columns. Adding lines to this column is prescribed by law.

How to properly arrange the transfer of an employee to another job and for how long it can be done, you can find in the following video:

In the case of a transfer of an employee to a new position within the same company, an appropriate order is issued in a uniform T-5 form. The form and the finished sample, as well as the features of filling out the form, are considered in the article.

It is compiled in cases where an employee is transferred to a new position (within the same company). Translation may be due to various reasons:

moving to another region (to work in a branch or in the head office of the company);
replacement of another employee (for example, in connection with a long sick leave);
transfer to a new department in connection with the reorganization of structural divisions, etc.

An employee can switch to both permanent and temporary work - the content and form do not change from this.

Sample and order form 2017 - 2018

An empty T-5 form is presented below.

But the finished sample, which can be used in the preparation of the order.

NOTE. Both print and handwriting are allowed (blue or black pen). However, blots, corrections, illegible text, tears and other violations are prohibited. In case of detection of an error, a new document should be prepared, and the former should be torn.

Filling instruction

The document must be filled in all the fields that contain the following data:

Codes for OKUD and OKPO.
The name of the organization (an abbreviated version is allowed, for example, LLC Romashka or IE Svetly V.A.).
Date of compilation and date of transfer in the format of 12/11/2017.
The final date of the transfer is filled in cases where it is initially known that the employee will replace another employee temporarily, and the deadline is determined. Temporary translation is possible in many situations, for example:

replacement of an employee who went on maternity leave, the end of which is known to be;
replacement of the employee who received a medical contraindication, in connection with which treatment was prescribed, the expiration date of which is known;
the transferred employee received a temporary medical contraindication, and the term for the end of treatment is also known, etc.

In other cases, a dash is put in this field (you can also just leave it blank).

Full surname, name, patronymic of the employee, his personnel number.
Type of transfer - meaning permanent or temporary. In the case of the temporary one, as a rule, it is obviously known for how long the employee will occupy another position.
Next, you must specify the previous place of work: the structural unit (if any) is prescribed - usually this is the department, as well as the full name of the position. The name must exactly match the one indicated in the employment contract, work book and other documents.
Similar information is also given for the new place (regardless of whether it will be temporary or permanent): the name of the structural unit (if any) and the name of the position.
Salary is described by the tariff rate and the premium (if any). The amount is indicated in numbers accurate to kopecks (if necessary, the symbol "00" is written). If there is no surcharge, the field should be left blank.
The last part indicates the date of preparation and the number of the employment contract. The responsible person (usually the director of the unit or branch) puts a signature, a transcript of the signature (surname, initials) and prescribes the full name of his position.
In the bottom line, the employee must put his personal signature and the date of familiarization. A similar signature and date are entered in the register of internal documentation, which is kept in free form.

NOTE. In the line "Date ... from ... to ..." fill in the date of transfer. As for the “by” line, there are different versions of its origin, one of which is discussed above (temporary translation). Along with this, sometimes, instead of the date, a possible reason is prescribed that would stop working in a new place - for example, full recovery and removal of the corresponding medical contraindications.

The flip side of the order

An employee of the human resources department at his discretion (as well as at the request of management) can create notes on the reverse side:

about undelivered things that are still attributed to the employee;
about the equipment for which he is still responsible;
about non-delivered documents that he must bring in a timely manner and others.

The company can use its own sample of the transfer order instead of (or along with) the T-5 form. However, it is preferable to use this particular document - it is convenient in that it contains almost all the necessary fields, it is filled out simply and clearly.

How to reflect the tariff rate

This issue also needs additional consideration. The current labor law provides that if an employee is transferred to a position that obviously must be paid lower due to medical contraindications, lower pay is not allowed. The Labor Code prescribes the preservation of average earnings in the current place for at least 1 month from the day the transfer is completed.

Moreover, if the disease is directly related to professional activity (for example, injury due to an accident at work), then the average earnings from the old place of work should remain until the day when:

the employee will fully recover;
or permanent disability will be recognized, the occurrence of which occurred as a result of work-related injury or other illness associated with professional activities.

Both cases must be supported by appropriate medical records. In such unusual situations, one should not rush to fill out - first you need to carefully analyze the situation and find out the position of the current labor legislation.

Translation Order

From the point of view of the personnel department, the order looks something like this:

Management declares its intentions.
An order is being drawn up.
An appropriate entry is made in the work book (as shown in the sample below).

In the case of a temporary transfer, an entry in the work book does not need to be entered.

If several employees are transferred at once

In most cases, it is advisable to use another form - T-5a, which completely coincides with the main one. The only difference is the presence of additional lines in which data about employees is entered. An example document is presented below.

When hiring, the position is indicated in the employment contract with the employee. An indication of a position, profession or a specific type of assigned work is a prerequisite of an employment contract (part 2 of article 57 of the Labor Code of the Russian Federation). However, this does not mean that once an agreed position of an employee cannot be changed in the future. It may change when the employee is transferred to another position.

When is the transfer of an employee possible?

The transfer of an employee to another position involves a permanent or temporary change in his labor function.

In the general case, the transfer to another position is allowed only with the written consent of the employee (part 1 of article 72.1 of the Labor Code of the Russian Federation). But there are exceptions to this rule.

So, for example, an employee can be transferred without his consent for a period of up to 1 month to another position to prevent or eliminate the consequences of the following extraordinary events (part 2 of article 72.2 of the Labor Code of the Russian Federation):

natural or man-made disaster;
industrial accident;
industrial accident;
fire, flood, famine, earthquake, epidemic or epizootic;
any exceptional case that jeopardizes the life or normal living conditions of the entire population or part thereof.

Also, the transfer of an employee to another position without his consent for a period of up to 1 month is allowed in cases of downtime, the need to prevent the destruction or damage to property, or to replace a temporarily absent employee, if such circumstances are caused by the above extraordinary events. Although if a new position implies a lower qualification, a transfer is still allowed only with the written consent of the employee (part 3 of article 72.2 of the Labor Code of the Russian Federation).

If the transfer initiative comes from the employee, the transfer is possible with the consent of the employer. Although in some cases the employer is obliged to transfer the employee to another position. For example, this concerns the transfer of an employee to another job in accordance with a medical opinion (Articles 73, 254 of the Labor Code of the Russian Federation).

The transfer of an employee to another position is made out by order. The form of the order on the transfer of the employee to another position is given below.

We draw up an order to transfer an employee to another position

Since the position of an employee is a prerequisite of an employment contract, the preparation of the order must be preceded by the conclusion of an additional agreement to the employment contract with the employee. This agreement should indicate the new labor function of the employee. And then the employer draws up a transfer order. The form of the order to transfer to another position is arbitrary. But the employer can take advantage of the unified order to transfer to another position according to forms No. T-5 or No. T-5a (approved by Resolution of the Goskomstat dated 05.01.2004 No. 1). The transfer order shall indicate the full name transferred employee, “old” and “new” positions, date and reason for transfer, new salary. You must also indicate whether this is a permanent or temporary transfer. In the latter case, you need to clarify the term of the transfer. The order must be familiarized with the transferred employee under signature.

Here is the completed sample order for transfer to another position, drawn up in a unified form No. T-5.

Such an order may be executed in any of the following ways:

By filling in the standard form T-5 or T-5a (for processing a transfer of several employees), approved by Resolution No. 1 of the State Statistics Committee of the Russian Federation dated January 05, 2004 (hereinafter - Resolution No. 1). This form can be applied when transferring a worker to another job within one organization or to another locality together with the employer.
By filling out a form developed by the organization on its own.

Since the indicated standard forms have become optional since 01.01.2013 (see information from the Ministry of Finance of Russia No. ПЗ-10/2012), a private organization has the right to issue relevant internal documents in any form accepted in such an organization (see Rostrud’s explanations in a letter from 02/14/2013 No. PG / 1487-6-1).

How to draw up an order form for transferring an employee to another position in free form (sample)

When drawing up their own form of order of the organization should be based on the requirements of GOST R 6.30-97.

It is recommended to place the text of the order on the letterhead of the organization. Otherwise, it is necessary to compose the text part in such a way that its content clearly shows in which organization the personnel changes are made.

The main part of the administrative document should begin with the word “translate”. The following information should be written:

FULL NAME. and the position of the employee being transferred to another job;
the name of the unit and the new position of the employee;
dates of the beginning and end of the term of the transfer (or an indication of the event with which the end of the term of transfer will be associated), the type of such transfer, its reason and basis, working conditions in the new position.

The document is executed in a single copy, signed by the head of the organization. The relevant employee gets to know him against receipt.

A sample of such an order is posted below:

An order to transfer an employee to another position: how to fill out the form correctly

When filling out significant details of orders of this kind, one should be guided by the following explanations:

When filling in the column “Structural subdivision”, the name of a separate subdivision, as well as a department, workshop, section, etc. can be spelled out (see paragraph 16 of the resolution of the plenum of the RF Armed Forces of March 17, 2004 No. 2).
When filling in the field with the date the transfer expires, a dash is put in it if the employee is transferred to permanent work. If an employee will work in a new position only until a certain event occurs (for example, until the main employee returns from maternity leave), this event should be indicated in this column. There is another option: register the event in the "Type of transfer" field, and enter the end date after it occurs.
When filling in the “Tariff rate” field, the amount must be indicated. In some cases (for example, when transferring to a lower-paying job), it is permissible to add lines and make the necessary comment (for example, about maintaining the employee’s average earnings in the previous position for a specified time, etc.).
When filling out the “Basis” line, the details of the employment contract should not be indicated, but the document that served as the basis for changing its conditions (additional agreement, medical opinion about the inability to work in the previous position, statement of the employee himself, etc.). If an employee was hired without entering into an employment contract before 10/06/1992, the “Basis” line is filled in according to the above rules, and the “Change to the employment contract” field remains empty (see Guidelines for the use and filling out of primary accounting documents approved by the resolution No. 1).

Thus, an order to transfer to another job can be drawn up both in a unified form and in an arbitrary form, indicating all relevant details.

Such a document is compiled in a single copy. It must be signed by the head of the organization and the transferred employee.

Orders issued by company management must always be justified. In this case, it may be statementwritten on behalf of the employee (with justification for this desire) or memorandum from the head of the structural unit, in which weighty arguments should be indicated for the completion of this procedure. If the transfer is initiated by the employer, then the employee must first be poisoned notification about the upcoming changes in his career.

Who is involved in the drafting of the document

Usually writing such orders is the responsibility of a specialist in the human resources department, a lawyer, the head of a structural unit, or, in extreme cases, the secretary of an enterprise. But, regardless of who is involved in filling out the document, it must be approved by the director, as well as by the translated employee.

Paperwork on the basis of an order to transfer an employee to another job

The translation processing algorithm depends on its type. To appoint a person to perform other work on an ongoing basis, the employer should follow the following procedure:

Conclude an additional agreement, which will indicate the nature of the new work, position, salary, name of the structural unit, etc. This agreement is signed by two parties (the employer and the employee) and is considered an integral part of the contract itself. If an employee does not agree to a new position, he continues to work, as before, in accordance with his employment contract
Based on an additional agreement, order (order) to transfer the employee to a new position in the form of T-5, T-5a. If the employee requests it, the employer must provide him with a certified copy of this order. Worker Signs “I have read the order”.
Make an appropriate entry in the work book (if the work is permanent). In column 4 of the work book, the details of the transfer order must be indicated. The entry must be made within a week from the date of issuing the order
Enter information about the appointment in the personal card of the employee (if the work is permanent).
Entries are made in other documents organization.

The basic rules for issuing an order

To date, the law says that an order to transfer an employee from one post to another can be issued in a free form. However, many enterprises and organizations in the old manner prefer to use the previously approved and widespread form of the T-5. This is understandable: the form contains all the necessary data, including information about the employer and subordinate, information about the former and new job, reasons for the transfer, etc.

The order can be filled out both by hand and on a computer, but it is printed in a single copy and after writing it is transmitted first to the manager for signature and then for familiarization with the employee on whom he was drawn up. His autograph on the document will indicate that he agrees with the transfer to a specific position with the designation of a specific tariff rate and other conditions.

After execution, the order must be registered in the internal register of documents, and then transferred to the personnel department for storage.

The order of filling out the order form in the form of T-5

The order form should be filled in with the following information:

name of employer company, OKPO;
number and date of issue of the order - the number is determined by the numbering of administrative documentation in accordance with the registration journal, which all companies are required to keep, the number can be supplemented by letter designations for convenience;
the date of transfer to another job - the day when the employee starts new duties;
in the line “by” the date of completion of the duties in the new position should be indicated, the field is filled in if the transfer is executed for a limited time;
Name, personnel number of the employee to be transferred to another job within the organization, data for filling can be found in the personal T-2 card;
type of transfer - permanent or temporary;
previous place of work - position and unit that the employee leaves;
reason for moving within the organization;
new place of work - unit, position, information on remuneration (rate, salary, allowances);
basis - a document justifying the transfer, as a rule, an additional agreement is drawn up to the employment contract, which prescribes changes in the place of work, indicates the number and date of this base document, and the basis may be another document, for example, a medical report, if the reason for moving to another work - the state of health of the employee, transfer statement from the employee;
approving signature of the director of the company;
familiarization signature of the employee.

When not and when you can refuse to transfer

There are situations in which the employer does not have the right to refuse to transfer the employee to another position: this is the pregnancy of the employee and the presence of her young children, the presence of medical indications, etc. But, for example, a transfer to reduce staff or to another location at the initiative of the organization is possible only with the personal written consent of the employee.

It might be useful to read: